| 關 鍵 詞： |
性騷擾防治；性別平等工作法；懲罰性賠償金；性別騷擾；權勢性騷擾 |
| 中文摘要： |
性別平等工作法於民國 112 年 3 月 8 日修正施行，共修正 11條條文以及增加 8 條條文，首先是法規與適用之整合，將性平三法整合，以性騷擾事件發生之場域及身分關係認定，適用各該法律規定。修法加入非工作時間的持續性性騷擾，初步解決近年司法實務上經常發生的下班後執行職務之爭議問題。其次，係性騷擾定義之釐清，於工作場所性騷擾防治措施準則第 5 條，舉例說明其樣態，另增列「權勢性騷擾」，並對於行為人加入懲罰性賠償金之民事責任，以及加重刑事責任。
再者，係雇主保護義務之深化，就雇主之定義而言，性別平等工作法第 3 條第 3 款規定增加代表雇主行使管理權之人，另對於雇主之事先預防、事後處理義務，有更明確之規範。又，係申訴處理機制之明確化，特別針對雇主為行為人，增修性別平等工作法第 32 條之 1 規定，被申訴人屬最高負責人或僱用人，得逕向地方主管機關提起申訴。修法亦增加地方主管機關之申訴處理角色，被行為人，得先行向地方主管機關申訴，毋庸直接進入訴訟。
最後，係懲處與被行為人之救濟，此次修法增加有關於行為人調查期間之停職及性騷擾認定後之解聘規定。此次修法亦加入了懲罰性賠償金之規定，使長期難以獲得賠償之被害人有新的契機。
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| 英文關鍵詞： |
Sexual Harassment Prevention and Control；Gender Equality in Employment Act；Punitive Damages；Gender Harassment；Powerful Sexual Harassment |
| 英文摘要： |
Gender Equality in Employment Act was revised and implemented on March 8, 2012. Gender Equality in Employment Act revised a total of 11 articles and added 8 articles. The first is the integration of regulations and applications. It integrates the three gender equality laws and determines which legal provisions apply based on the location of the sexual harassment and the nature of the relationship. Amending the law to include persistent sexual harassment during non-working hours initially solves the controversial issue of performing duties after get off work that has often occurred in judicial practice in recent years. Secondly, it clarifies the definition of sexual harassment. Article 5 of the Guidelines on Prevention and Control Measures for Sexual Harassment in the Workplace provides examples of its appearance, adds “powerful sexual harassment”, and adds civil liability for punitive damages and increased criminal liability for perpetrators.
Furthermore, it is the deepening of the employer’s obligation to protect. As far as the definition of employer is concerned, Article 3, paragraph 3, of Gender Equality in Employment Act stipulates the addition of people who exercise management rights on behalf of the employer. In addition, the employer’s pre-prevention and post-processing obligations are more clearly defined. specification. In addition, in order to clarify the complaint handling mechanism, especially for the employer as the perpetrator, Article 32-1 of the revised Gender Equality in Employment Act stipulates that the respondent, who is the highest person in charge or the employer, may directly file a complaint with the local competent authority. The revised law also increases the role of local competent authorities in handling complaints. The offended party can first appeal to the local competent authorities without directly entering into litigation.
Finally, it is about punishment and relief for the perpetrator. This revision of the law adds provisions regarding the suspension of the perpetrator during the investigation and the dismissal after sexual harassment is determined. This revision of the law also adds provisions for punitive damages, giving victims who have long been difficult to obtain compensation a new opportunity.
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| 目 次： |
壹、前言
貳、法規與適用整合
一、適用整合
二、適用爭議
（一）不特定人性騷擾
（二）非工作時間
參、性騷擾定義之釐清
一、性騷擾定義之補充
（一）性騷擾內涵之例示
（二）性別騷擾定義
二、權勢性騷擾與非工作時間
肆、雇主保護照顧義務之深化
一、雇主之定義
二、保護照顧義務之內涵
（一）性騷擾防治與保護照顧義務
（二）性騷擾防治義務之依據
（三）立即有效之補救措施
三、知悉之難題
伍、申訴處理機制之明確化
一、雇主之處理機制
（一）雇主申訴處理時
（二）雇主為行為人時
二、地方主管機關與公務機構之處理
（一）增加地方主管機關之申訴處理機制
（二）申訴期限規定
（三）公務人員最高負責人之處理機制及裁罰
陸、行為人之懲處與被行為人之救濟
一、行為人之懲處
（一）調查期間停職
（二）終止契約
二、被行為人之救濟及民事賠償
（一）民事救濟
（二）懲罰性賠償金
柒、結論
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